Common use of EVALUATION AND PROFESSIONAL GROWTH Clause in Contracts

EVALUATION AND PROFESSIONAL GROWTH. 1. The purpose of supervision and evaluation is to promote and reinforce good instruction and to provide a basis for employment status. 2. An officer of the Board may observe and/or make constructive suggestions at any time, but a formal report to the Superintendent of Schools will not be written unless: a. a teacher requests a report; or b. an officer of the Board is of the opinion that a formal report is required in a situation that may be less than satisfactory or only marginally satisfactory. 3. When evaluation is undertaken for the purposes of a formal report on a teacher, the following shall apply: a. The evaluator shall discuss with the teacher (1) the process and (2) the expected timeline by which the report will be written. b. The report shall be based on a minimum of three (3) formal observations. The content of the report shall be based on the teacher's performance of the duties of a teacher as prescribed by the School Act and Regulations. The report shall be based primarily on personal observations by the evaluator, but may include additional information when it is clearly acknowledged that such information has been obtained in other ways. The report shall be based mainly on the areas(s) of the teacher's expertise. When it is deemed desirable to comment on other areas, the report shall indicate that this is the case. c. At least one half (0.5) of the visits referred to in Article E.20.3.b above shall be at a time mutually agreed upon by the teacher and the evaluator and shall be preceded by a pre-observation conference. All of the visits referred to in Article E.20.3. b above shall be followed by a post-observation conference. d. At least 48 hours prior to filing a final report, the evaluator shall provide a copy of the draft report to the teacher. The evaluator shall also communicate with the teacher and offer to meet to discuss the draft report. e. All final evaluation reports on a teacher shall be in writing. f. Teachers may submit a written commentary on any written report, which shall be attached to and filed with all copies of the report. g. It is recognized that a teacher on receipt of a less than satisfactory report shall be provided with supervisory direction to assist the teacher in developing an acceptable standard of performance. A plan of assistance shall be put into effect as soon as possible after receipt of a less than satisfactory report. Except for teachers in their first nine (9) months of employment (as per C.24.2) another report shall not be written until a period of six (6) months has lapsed since the writing of the previous report. h. Reports shall be prepared only by a school administrator of the school to which the teacher is assigned, the Superintendent of Schools, the Assistant Superintendent of Schools or a Director of Instruction. i. The final report shall be filed in the teacher's personnel file at the School District office. A copy shall be given to the teacher and the school administrator. No more copies of the teacher's report shall be made without the teacher's knowledge. a. The parties agree that all teachers should model the ideal of lifelong learning by developing professional growth plans related to their school growth plans, the District Strategic Plan and the Ministry objectives. The parties agree that a process for the development of professional growth plans will be devised collaboratively by representatives of the Gold Trail Teachers’ Association and the Board of Education. b. Professional growth plans will not be kept in a personnel file as is the case with teacher evaluation reports. They will be retained by the school administrator for easy reference during the school year. They will not become part of any permanent record or be used by the school administrator or School District as part of any formal evaluative process.

EVALUATION AND PROFESSIONAL GROWTH. 1. The purpose of supervision and evaluation is to promote and reinforce good instruction and to provide a basis for employment status. 2. An officer of the Board may observe and/or make constructive suggestions at any time, but a formal report to the Superintendent of Schools will not be written unless: a. a teacher requests a report; or b. an officer of the Board is of the opinion that a formal report is required in a situation that may be less than satisfactory or only marginally satisfactory. 3. When evaluation is undertaken for the purposes of a formal report on a teacher, the following shall apply: a. The evaluator shall discuss with the teacher (1) the process and (2) the expected timeline by which the report will be written. b. The report shall be based on a minimum of three (3) formal observations. The content of the report shall be based on the teacher's performance of the duties of a teacher as prescribed by the School Act and Regulations. The report shall be based primarily on personal observations by the evaluator, but may include additional information when it is clearly acknowledged that such information has been obtained in other ways. The report shall be based mainly on the areas(s) of the teacher's expertise. When it is deemed desirable to comment on other areas, the report shall indicate that this is the case. c. At least one half (0.5) of the visits referred to in Article E.20.3.b above shall be at a time mutually agreed upon by the teacher and the evaluator and shall be preceded by a pre-observation conference. All of the visits referred to in Article E.20.3. b E.20.3.b above shall be followed by a post-observation conference. d. At least 48 hours prior to filing a final report, the evaluator shall provide a copy of the draft report to the teacher. The evaluator shall also communicate with the teacher and offer to meet to discuss the draft report. e. All final evaluation reports on a teacher shall be in writing. f. Teachers may submit a written commentary on any written report, which shall be attached to and filed with all copies of the report. g. It is recognized that a teacher on receipt of a less than satisfactory report shall be provided with supervisory direction to assist the teacher in developing an acceptable standard of performance. A plan of assistance shall be put into effect as soon as possible after receipt of a less than satisfactory report. Except for teachers in their first nine (9) months of employment (as per C.24.2) another report shall not be written until a period of six (6) months has lapsed since the writing of the previous report. h. Reports shall be prepared only by a school administrator of the school to which the teacher is assigned, the Superintendent of Schools, the Assistant Superintendent of Schools or a Director of Instruction. i. The final report shall be filed in the teacher's personnel file at the School District office. A copy shall be given to the teacher and the school administrator. No more copies of the teacher's report shall be made without the teacher's knowledge. a. The parties agree that all teachers should model the ideal of lifelong learning by developing professional growth plans related to their school growth plans, the District Strategic Plan and the Ministry objectives. The parties agree that a process for the development of professional growth plans will be devised collaboratively by representatives of the Gold Trail Teachers’ Association and the Board of Education. b. Professional growth plans will not be kept in a personnel file as is the case with teacher evaluation reports. They will be retained by the school administrator for easy reference during the school year. They will not become part of any permanent record or be used by the school administrator or School District as part of any formal evaluative process.

EVALUATION AND PROFESSIONAL GROWTH. 1. The purpose of supervision and evaluation is to promote and reinforce good instruction and to provide a basis for employment status. 2. An officer of the Board may observe and/or make constructive suggestions at any time, but a formal report to the Superintendent of Schools will not be written unless: a. a teacher requests a report; or b. an officer of the Board is of the opinion that a formal report is required in a situation that may be less than satisfactory or only marginally satisfactory. 3. When evaluation is undertaken for the purposes of a formal report on a teacher, the following shall apply: a. The evaluator shall discuss with the teacher (1) the process and (2) the expected timeline by which the report will be written. b. The report shall be based on a minimum of three (3) formal observations. The content of the report shall be based on the teacher's performance of the duties of a teacher as prescribed by the School Act and Regulations. The report shall be based primarily on personal observations by the evaluator, but may include additional information when it is clearly acknowledged that such information has been obtained in other ways. The report shall be based mainly on the areas(s) of the teacher's expertise. When it is deemed desirable to comment on other areas, the report shall indicate that this is the case. c. At least one half (0.5) of the visits referred to in Article E.20.3.b E.11.3.b above shall be at a time mutually agreed upon by the teacher and the evaluator and shall be preceded by a pre-observation conference. All of the visits referred to in Article E.20.3E.11.3. b above shall be followed by a post-observation conference. d. At least 48 hours prior to filing a final report, the evaluator shall provide a copy of the draft report to the teacher. The evaluator shall also communicate with the teacher and offer to meet to discuss the draft report. e. All final evaluation reports on a teacher shall be in writing. f. Teachers may submit a written commentary on any written report, which shall be attached to and filed with all copies of the report. g. It is recognized that a teacher on receipt of a less than satisfactory report shall be provided with supervisory direction to assist the teacher in developing an acceptable standard of performance. A plan of assistance shall be put into effect as soon as possible after receipt of a less than satisfactory report. Except for teachers in their first nine (9) months of employment (as per C.24.2) another report shall not be written until a period of six (6) months has lapsed since the writing of the previous report. h. Reports shall be prepared only by a school administrator of the school to which the teacher is assigned, the Superintendent of Schools, the Assistant Superintendent of Schools or a Director of Instruction. i. The final report shall be filed in the teacher's personnel file at the School District office. A copy shall be given to the teacher and the school administrator. No more copies of the teacher's report shall be made without the teacher's knowledge. a. The parties agree that all teachers should model the ideal of lifelong learning by developing professional growth plans related to their school growth plans, the District Strategic Plan and the Ministry objectives. The parties agree that a process for the development of professional growth plans will be devised collaboratively by representatives of the Gold Trail Teachers’ Association and the Board of Education. b. Professional growth plans will not be kept in a personnel file as is the case with teacher evaluation reports. They will be retained by the school administrator for easy reference during the school year. They will not become part of any permanent record or be used by the school administrator or School District as part of any formal evaluative process.C.